Compiling, tracking, and reporting on faculty via paper processes is never ideal. But for many institutions, it feels like the only option for institutions. Going digital is a process and requires planning and effort. The long-term benefit though is a simplified entry point, a self-sufficient system, API integrations and a simple and accessible platform for all parties from IT to faculty and staff.

It was wonderful to host and connect with our customers at PeopleConnect 2019. If you joined us in Austin, thank you! If you missed the conference, we had a great three days with 250 higher education peers who came together to learn, network, and share new and exciting opportunities to advance the missions of research, teaching, and service. They made our annual customer event a huge success!

Advancing the higher education ecosystem is a challenge faced by administrators and educators all over the world. Higher education institutions today are responsible for many critical outcomes. In addition to student success, there is a renewed focus on the recruitment and retention of faculty, as well as the setup and administration of organizational systems powering human capital management.
These pressures in higher education create dysfunctional systems and processes causing a mission gap and lack of alignment among teams, leadership, and the overall institution.

Properly managing position reclassifications helps ensure an institution’s position descriptions are accurate in relation to one another — but to maintain accurate records, human resources teams must carefully monitor reclassification requests, especially when they’re required for compensation increases.

Limited visibility into the unique and often complex needs of various departments across a college or university presents HR teams and departmental leaders with various position management challenges, including knowing when a position request is justified.

Organizations spend approximately 70 percent of their budgets on people, and efficient, effective talent management ensures they make the most of every dollar. Yet many HR leaders in higher education feel deans, academic administrators, cabinet members and union leaders don’t take their contributions seriously.

Colleges and universities strive to achieve balanced hiring practices, but from a legal standpoint, many fall short without realizing it. To help institutions recognize and overcome this challenge, the PeopleAdmin research team studied the laws surrounding this complex issue and worked with developers to help you solve it.

Many organizations rely on multiple software solutions to streamline and simplify various processes, but using segregated systems can make it difficult to keep up with all the various data inputs, tasks and reports.

To recruit and hire diverse, talented faculty who can help them fulfill their vision of being “a model for inclusive and transformative education,” leaders at Salt Lake Community College (SLCC) are focused on creating a positive candidate experience.

According to the Society for Human Resource Management (SHRM), employees who attend a well-structured onboarding or orientation program are nearly 70 percent more likely to remain with that employer for up to three years.

Developing documentation processes that support the one-on-one, mentor-style, goal-oriented performance management processes experts recommend to drive performance improvement is challenging but not impossible, according to higher education leaders.

In 2014, 42 percent of all U.S. undergraduates attended community college. Despite their ongoing popularity with students, community colleges have increasing difficulty competing with public and private universities for faculty.

Fewer than 30 percent of higher education institutions measure talent management performance, but those that do say it helps them demonstrate and increase the institutional value of efficient talent management.

“Ban the box” laws seek to provide individuals who have a criminal record with a fair chance at employment by requiring employers to make a conditional job offer before inquiring about an applicant’s criminal history. At least 28 states and 150 cities and counties have adopted the regulations recently.

Tuition remission, access to campus facilities, holiday schedules and other perks can give colleges and universities a recruiting advantage over corporations, but to hire and retain top talent, institutions also need an appropriate compensation strategy that aligns with well-defined job duties and market value.

Leaders at Ithaca College use internal and external talent management data to analyze current trends and predict future challenges.
Discover their method by viewing “Data drives results,” a presentation delivered by Brian Dickens, Ph.D.

For many colleges and universities, performance management is purely transactional. Once a year, supervisors give reviews, complete documentation and assign goals, then promptly forget about the entire process … until HR sends notice that the next round of performance reviews are due.

Wondering how you can create a more diverse, equitable and inclusive environment at your college or university? Listen to these four podcasts to hear first-hand advice from higher education talent management experts.

Many colleges and universities struggle to achieve their equal employment opportunity (EEO) goals — such as hiring more diverse applicants and veterans — but some have recently discovered that the key to success lies in the data they’re already collecting.

To implement an effective talent management strategy, colleges and universities need a technology partner that knows higher education. PeopleAdmin has partnered with higher education institutions for over 16 years and currently serves more than 700 colleges and universities.

According to CUPA-HR, “the higher education pay gap for administrators roughly mirrors the overall U.S. pay gap,” with female administrators earning approximately 80 cents on the dollar in 2016, compared to men.

According to University of Arizona (UA) Technical Expert Chris Wolf, developing fair and defensible hiring and compensation practices is difficult without easily accessible, accurate, and up-to-date job descriptions … and without technology designed to help higher education institutions manage positions.

College and university leaders often find that cumbersome, paper-based position management processes negatively impact the entire talent management life cycle, but several higher education institutions are using technology to turn that around.

A new dashboard in Performance Management — a simple, easy-to-use solution that automates the technical aspects of employee evaluations — is making it easier for users to access and report on performance review data.

Even after hiring the right person in the right job, the collaborative work between HR professionals and hiring managers isn’t complete — by working together to coordinate professional development activities early and often, college and university leaders can equip staff and faculty to steadily improve and advance skills.

In higher education, research shows that campus diversity benefits all students and employees by encouraging higher levels of academic achievement, improving intergroup relations, driving innovation and creativity, and more.

When third-party research organization Hobson & Company claims SelectSuite customers can see a full return on investment (ROI) in their talent management solution in just one month, a logical question follows: How?

Researching customer reviews is a key strategy for making informed purchasing decisions these days. And for tools that can’t be effectively test-driven — such as talent management technology — reading reviews validated by a third-party institution can be the difference between making a good decision and a bad one.

Managing a higher education institution’s talent life cycle is no easy task, but with the right strategies and resources, it can be done … and done well. In these five resources, you’ll learn which tactics and tools will lead you to greater talent management success.

When it comes to faculty recruiting, there’s usually not a true partnership that leverages each departments’ strengths throughout the process. Academic affairs typically drives the process, and HR sometimes has little to no involvement.

Measuring the return on investment (ROI) of talent management technology is a complex endeavor, requiring a monetary value to be assigned to each task that’s minimized or eliminated when dozens of manual processes are completely or partially automated.

The Dec. 1 deadline to comply with the updated Fair Labor Standards Act (FLSA) is right around the corner. Is your college or university prepared?
For those who still need some help getting ready, we’ve put these seven powerful resources in one location to help bring you up to speed.

Many higher education institutions fail to track and report on talent management metrics and key performance indicators (KPIs) — and that causes them to lose out on significant benefits, such as funding for additional resources or staff.

Onboarding hasn’t always been a major concern at many colleges and universities. In 2015, when asked to prioritize the talent management activities that most need improvement, higher education institutions ranked onboarding second to last.

Starting Dec. 1, 2016, colleges and universities across the United States must comply with the new Fair Labor Standards Act (FLSA) regulations. While many HR professionals are justifiably concerned about the financial impact, the backlash from staff may be just as costly.

For individuals involved in higher education workforce recruitment, development, advancement and retention, here are ten practical steps you can take to advance diversity, equity and inclusion (DEI), according to Nancy Aebersold, founder and executive director of the Higher Education Recruitment Consortium (HERC.)

Despite the significant role contingent faculty members play in higher education — often serving a majority of undergraduate students — the nature of their part-time status often leaves these educators feeling like an afterthought.

Whether improving HR processes through adopting better technology is a New Year’s resolution or simply a task you’re hoping to tackle in 2016, reality is sure to settle in once the ball drops and spring semester begins — especially when it comes to budgets.

Mobile convenience hasn’t only changed the way the world talks, shops, learns, banks and entertains, it’s also changing the way we search for jobs. Consider the following facts to see how mobile-friendly recruiting can help you secure the best talent this hiring season.

As a human resources professional in Higher Education, you know that effective staff and faculty are critical to student success. You might not be surprised to learn that others in your position struggle to find quality hires.

Do you expect that your new hires will leave within 12 months? Do you annually budget for turnover expenses to replace terminated new hires? From the initial welcome, human resources paperwork, job understanding and expectations, ramp up and so much more...